The purpose of this brief is to discuss programs and initiatives for the diversity policy. Major companies globally have adopted diversity programs and initiatives that not only contribute to the success of the company, but the happiness of its employers. This company should adopt a supplier diversity program, diversity training programs.
Supplier diversity programs encourage diversity beyond the company and extends it to its suppliers. IBM and American Airlines have supplier diversity programs. For both companies, to be considered a diverse supplier, the supplier must register and become certified as a diverse business (IBM). Having a supplier diversity program will allow this company to extend its diversity program beyond the company itself. …show more content…
IBM, an international technology company, has a policy that states that there is no discrimination based on “race, color, religion, sex, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age or status as a protected veteran under law” during any company-sponsored activity and processes such as hiring, promoting, and transferring. (IBM). IBM’s commitment to diversity has gained them several awards including the #1 in Top 10 Companies for Global Diversity from DiversityInc. This company should adopt policies that state there will be no discrimination. Doing this will allow this company to be put on the same playing field with notable companies like IBM. IBM also complies with local, state, and federal laws, but also makes accommodations for those with a disability or religious observance. This company should also go above and beyond complying with the laws. This company should work to make accommodations for disabilities and religious observances. Doing this will attract a more diverse group of people who otherwise may not be interested in working for this company. Another imperative aspect of the diversity policy is to include equal pay and opportunities for growth. This will help this company be more equal and fair to …show more content…
They provide education on vital diversity issues and topics that are prevalent in daily interactions. According to Rose Mary Wentling from Berkeley University, “Training and education… can fill a company's needs in areas such as awareness-building; skill building, helping employees understand the need for valuing diversity, educating employees on specific cultural differences, providing the skills necessary for working in diverse work teams, and providing skills and development activities necessary for diverse groups to do their job and have the opportunity for advancement.” She also cites the six best strategies for encouraging diversity in the workplace which include, training and education programs, policies for fairness and equality, mentoring programs for minority employees, career guidance and planning programs, non-discriminatory policies, and outreach programs (Wentling). If this company adopts the aforementioned strategies, then our employees will be better aware of diversity issues. Better informed employees can lead to more time devoted to work, instead of trying to understand diversity issues. Strictly enforced diversity and non-discriminatory policies regarding fairness and equality will prevent human resources and management from dealing with issues that may come up when dealing with diversity issues. Having diversity outreach programs allow the company to draw in people from different
Supplier diversity programs encourage diversity beyond the company and extends it to its suppliers. IBM and American Airlines have supplier diversity programs. For both companies, to be considered a diverse supplier, the supplier must register and become certified as a diverse business (IBM). Having a supplier diversity program will allow this company to extend its diversity program beyond the company itself. …show more content…
IBM, an international technology company, has a policy that states that there is no discrimination based on “race, color, religion, sex, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age or status as a protected veteran under law” during any company-sponsored activity and processes such as hiring, promoting, and transferring. (IBM). IBM’s commitment to diversity has gained them several awards including the #1 in Top 10 Companies for Global Diversity from DiversityInc. This company should adopt policies that state there will be no discrimination. Doing this will allow this company to be put on the same playing field with notable companies like IBM. IBM also complies with local, state, and federal laws, but also makes accommodations for those with a disability or religious observance. This company should also go above and beyond complying with the laws. This company should work to make accommodations for disabilities and religious observances. Doing this will attract a more diverse group of people who otherwise may not be interested in working for this company. Another imperative aspect of the diversity policy is to include equal pay and opportunities for growth. This will help this company be more equal and fair to …show more content…
They provide education on vital diversity issues and topics that are prevalent in daily interactions. According to Rose Mary Wentling from Berkeley University, “Training and education… can fill a company's needs in areas such as awareness-building; skill building, helping employees understand the need for valuing diversity, educating employees on specific cultural differences, providing the skills necessary for working in diverse work teams, and providing skills and development activities necessary for diverse groups to do their job and have the opportunity for advancement.” She also cites the six best strategies for encouraging diversity in the workplace which include, training and education programs, policies for fairness and equality, mentoring programs for minority employees, career guidance and planning programs, non-discriminatory policies, and outreach programs (Wentling). If this company adopts the aforementioned strategies, then our employees will be better aware of diversity issues. Better informed employees can lead to more time devoted to work, instead of trying to understand diversity issues. Strictly enforced diversity and non-discriminatory policies regarding fairness and equality will prevent human resources and management from dealing with issues that may come up when dealing with diversity issues. Having diversity outreach programs allow the company to draw in people from different